Good Managers lead with respect​In my previous blog, “The Making of a Good Manager – Good Managers Lead with Loyalty”, I wrote that it is imperative that managers be role models of what loyalty and integrity look and behave like if they want to cultivate employees who are productive, loyal, and who work cohesively. However, it is also important that managers lead with Respect and be role models of Respect as well if they want the same in return.

Respect – is a way of treating or thinking about something or someone in a correct or decent manner. A feeling of deep admiration for someone or something elicited by their abilities, qualities or achievements.

Good Managers will exemplify good character by having respect for their superior/s, their colleagues and equally as important, their team/staff. They will appreciate and treat their staff professionally at all times regardless of title or position. They will remember that everyone’s effort and role has an impact on the success of the organization, whether great or small.

I took the liberty to break-down my perspective of the word respect as it relates to managers’ relationship with their staff on all levels - R.E.S.P.E.C.T – (R)emembering, (E)veryone’s, (S)ervice, (P)urpose, (E)ffort, (C)ontribution and (T)alent matters and attributes to the success of the company. It also matters to the individual staff members that they are treated properly and their daily work is recognized and appreciated. Additionally, it matters when they give feedback about a situation that they will not be taken for granted nor will their recommendation/s be ignored even if not implemented.

It is extremely important for management to understand the role R.E.S.P.E.C.T plays in the strength of an organization. An article in Harvard Business Review titled Motivating People by Christine Porath states that over 54% percent of employees don’t feel respected by their boss – this leads to employees being less engaged, less focused, and less productive and (as a result, there), ismore turnover and greater health-care costs.

In fact, I hear all too often colleagues complaining that they want to leave their job because they don’t feel respected or appreciated for their contribution/s. I also witnessed good workers becoming disengaged and others becoming combative with management because they felt disrespected and embarrassed by the way management treated them.

This is disheartening because when people accept a job offer, it’s usually because they admire what the position offers so they start off very excited about the opportunity. In addition, most people are hired because the hiring manager usually admires and respects the contribution and compatibility that the newly hired staff can bring to the team. So what happened to cause the break-down? I suspect, along the way, management possibly lost sight of the negative impact that the lack of respect or the positive impact that having respect has on employees’ willingness to perform.

Managers - If you want your staff to bring their A-game to work daily and stay fully engaged you can’t take them for granted. Nor can you disrespect them or deem the work that they contribute as insignificant. It is important that staff feels admired for their contribution/s and appreciated for a job well done as much as possible. A simple “thank you” or a “pat on the back” can have a huge positive impact on staff and can go a long way if done genuinely. However, rewarding staff’s efforts, when possible, with a raise, a day off, a perk, a bonus or something in addition to their regular paycheck can go even further. Sidebar: Never hold back rewarding your staff - the return on the investment can be priceless.

Secondly, if managers want their staff to respect them and be productive they have to respect their staff even if the staff seems to be unproductive. As the two sayings go “respect is a two-way street” - “if you want respect you have to give respect” and other say earn it. I add - If you want productive workers to stay productive and unproductive workers to become more productive you have to R.E.S.P.E.C.T and acknowledge their efforts. Even the unproductive staff has to feel their efforts matter, however small, to feel motivated. A good manager will even respect an unproductive staff member enough to speak to them properly about the lack of performance and to take the time to listen in order to find out the underlining cause. Sad to say the lack of productivity more likely than not will have something to do with poor management and feeling unrewarded and respected.

Bottom Line, good managers leading with R.E.S.P.E.C.T will ensure that they always strive to maintain a positive working environment by embracing the practice of “Mutual Trust – Mutual Respect – Mutual Freedom of Expression (a combination of openness and listening)” as James Flaherty states in his book titled Evoking Excellence in Others.

My Thoughts - Think about itYvonne Ponce, Professional Leadership, and Career ConsultantStay tuned for more of The Making of a Good ManagerSee previous post: The Making of a Good Manager Part I (Integrity) & Part II (Loyalty)​

https://www.linkedin.com/pulse/understanding-accepting-your-communication-style-lana-m-hooks/?trackingId=zXXxEZl6fJ5ffApc6p6AEw%3D%3D​This is a partial critique of Susan Cain’s, Quiet: The Power of Introverts in a World That Can’t Stop Talking. The title fascinated me in the magazine, Spirituality & Health. I have been pleasantly surprised at the strategic yet sensitive approach the author used in her writing on the subject. In the start of the book she gives you a methodical history lesson on how it all began with the terms, extrovert and introvert.The ‘Age of Character’ had dominated Western culture, philosophy, right before the onset of the Industrial Age. The emphasis was on contemplative thinking, quiet reflection, and character building. Proceeding into the 20th century character building crossed over to personality building. With the Industrial Age and inventions that revolutionized how Americans lived it required personality types to sell their wares. Everyone had to deliver larger than life personalities to get ahead in their discipline and in companionship. From idolizing Hollywood movie stars to advertising companies aiming products to give quiet people confidence; the ‘Age of Personality’ came in like a tsunami and has continued into the Millennial Age.Its wave has left true introverts trying to figure out how to communicate in this world. Often feeling awkward, neglected, and slightly jealous of those who appear to know what to say, how to say it, and when to say it to ‘connect’ with others. Institutions of higher training, such as Harvard, drive their students to be extroverts. Connecting is greatly encouraged in the classroom, in the dormitory, and attending parties. This is perceived as a positive trait in producing influential leaders that are appealing and accessible. Meanwhile, students that are academically bright and quite comfortable in being with themselves are experiencing a rough time acclimating to being assertive in the schoolroom and the social life at Harvard. The author interviewed several students with introvert personalities that strongly desire to “make it" at Harvard, but pretending they're someone that there not is mentally and physically exhausting. They are desperately seeking a balance between their privacy which keeps them calm and conforming to Harvard's way of grooming potential leader’s to be exceptional not only in their discipline of work but personality as well.Her usage of language in the first seventy-four pages is not to draw one over the other, but assist introverts in operating in an extrovert world. She presents belief systems that have hindered and propelled both types in internal and external battles that sustain a divide in both working together. I for one was elated to see her usher in a third personality that fits me and I think most people, if we’re honest, to a tee, an ‘ambivert.’ These are people who in certain situations can be one or the other. It depends on the type of setting, and who and how many people will possibly be in attendance.The Age of Extrovert not only applies to institutions of learning, but political and religious arena’s as well. Interviewing introverts who belong to megachurches that teach want you to hug, hi-five, join a group, attend a function feel as if God is not delighted with their quiet reflection in studying the bible. They love the teaching of the word of God, just not so much the calisthenics of connecting with their pew neighbor. This dichotomy clashes with their passion towards God and wonders if God loves them in quiet observation and non-hi-fiving.I’ll quit here because I’m deliberately taking my time and reading her book. One, because her study assist’s me in interpreting my ambivert self and how to improve my relationships. Also another reason is, on page of seventy-four, the first paragraph stopped my eyes from moving further. It reads, “From 1956 to 1962, an era best remembered for its ethics of stultifying conformity, the Institute of Personality Assessment and Research at the University of California, Berkeley, conducted a series of studies on the nature of creativity.” The year I was born was in 1962, the end of the Baby Boomer era. Oh, the next several chapters ought to be a doozy.Take care and until the next time anyone who wants to improve their relationships should purchase this book.“Giving in, without giving of self is cheating a real connection.” LMHQuiet: The Power of Introverts in a World That Can't Stop TalkingAuthor: Susan Cain

Here are a few ways to ensure your profession doesn’t become your identity:Don’t Allow Your Authority at Work to Go to Your Head - Many companies are still structured in a hierarchical way. While I don’t believe this is the best way, it’s the reality of the world we live in. Having said that, just because you are higher up the food chain and have more control over daily decisions, doesn’t mean you have higher powers than others. Great leaders know their responsibility and act accordingly.

Make Your Legacy About ImpactI love the example Oprah Winfrey gave at a recent commencement address, “The biggest reward in life isn’t financial benefits. Those things are great but they don’t fill up your life, only living a life of substance will. Maya Angelou taught me an incredible lesson. Your legacy is every life you touch.” If your mindset as a leader is focused on making an impact through those you come into contact with, your identity will center around service (as opposed to your profession).

Serve Others Outside of Work - Winston Churchill famously said "We make a living by what we get. We make a life by what we give." This isn’t about financial contributions. Look for ways to volunteer in your community or start a support group. If you give up your free time to serve others in your community, when you change professions, careers, or even retire, you will have places to go to add immediate value.

Focus on Creating More Leaders - Most people think about their own career and development, (which is important) but great leaders focus as much, if not more on others development. I love the quote from Noel Tichy, “Winning companies win because they have good leaders who nurture the development of other leaders at all levels of the organization.” When you are focused on helping others become the best version they can be, your identity shifts away from simply doing your job to creating a butterfly effect of people that value having you in their life.

Good Managers lead with loyaltyLoyalty is defined as a strong feeling of support or allegiance to someone or something; dependable, reliable, trustworthy, and committed​Good Managers leading with loyalty are as committed to their staff, as they are to the company, at large. They are willing to contribute their knowledge and expertise to ensure that their staff’s professional goals are attainable, and provide them with the necessary support, along the way. Loyal Managers will also support their staff’s effort to perform well and provide opportunities to expand their knowledge of the business so that they can grow.

A manager who is loyal, will show appreciation for their staff by acknowledging their work and accomplishments, both publicly and privately. They would support their staff when they succeed, and even if they fail. They would never throw their staff under the bus or put the blame on them when things go wrong just to save face. Instead they would accept the ultimate responsibility when things go wrong. And will work with the staff to create solutions that will prevent the mistake/s from recurring.

Also loyal managers are committed to their staff’s reputation and progress just as much as they are committed to their own reputation, and to their superiors and the organization’s goals. Their staff could trust and rely on them to have their back and to cover and to support them. The staff can also trust them to the point of being vulnerable to seek their advice and accept constructive criticism as it relates to their performance. Additionally, loyal managers would consistently encourage their staff to present new ideas and won’t take the credit if the ideas are successful; and they are not intimidated by their staff’s achievements but instead they will acknowledge them.

Managers that are committed to their staff can be comfortable being transparent. Transparency is essential to motivating and sustaining a thriving staff that is loyal. Managers that are upfront with their staff and are honest even in difficult situations will more easily gain their trust and loyalty. Staff that are kept in the loop regarding the health and progress of the organization and the role they play in its success may more likely than not do their best to remain loyal and stay the course even in adverse times.

Glenn Llopis stated in Forbes Magazine when leaders can be transparent –problems are solved faster; teams are built easier; relationships grow authentically; people begin to promote trust in their leaders and high-level performance emerges. Finally, it is imperative that managers be role models of what loyalty and integrity looks and behaves like if they want to cultivate employees who are highly productive, work cohesively and are loyal.

My Thoughts - Think about it. Yvonne Ponce, Professional Leadership and Career Consultant "Determined to Improve your Professional Life"Stay tuned for more of The Making of a Good Manager See previous post: The Making of a Good Manager Part I (Integrity)

Many people who leave their jobs oftentimes leave because of bad management or management styles that appear abrasive or uninspiring. Andre Lavoie noted in an Entrepreneur article that “employees don’t just quit their jobs, they quit their bosses.” He also references the 2014 CareerBuilder survey that revealed that 37 percent of the 3,008 employees surveyed were likely to leave their jobs due to a poor opinion about their boss’s performance.

Bad management has also been the reason some good workers will leave their jobs for a less paying jobs if it offers a less stressful environment, and an escape from what they perceive as toxic management. The desire to work in a toxic and stress free zone outweighs their desire to make more money. A few associates I know personally left their jobs for less pay or with no job offer at all. It may sound crazy but they felt it was necessary for their sanity and future career. One colleague in particular I know accepted a part-time job over staying at their previous job with a full-time salary and benefits. When I asked her why she would leave for reduced pay, she replied she could no longer deal with management and the stressful work environment. The fact that she would make a move like this shed light on the significance of the role of a good manager.

Over the years, I’ve observed many good or I should say great people including myself become demotivated as a result of bad management. Some may argue that the statement “bad management” is only based on someone’s perception or perhaps their own experience. However, it is important that management strongly consider the statement as valid when there appears to be a consensus among employees regarding a manager’s repulsive behavior and when turn-over is rapidly increasing.Below is one of the character traits I will discuss in this series a manager or executive should possess that employees look for in leadership to help keep them motivated and aligned with the company’s goals. My thoughts derive from my 30 plus years of experience working with and observing diverse managers in the corporate, educational and social services sectors coupled with my years of managerial experience.​I strongly encourage managers that want to build a strong, committed team to consider these leadership qualities that can help you build a thriving team, subsequently reach your organization’s desired outcome.

Good Managers lead with integrityIntegrity is defined as the quality of being honest and having strong moral principles; moral uprightness. (virtue, decency, fairness, sincerity, truthfulness, trustworthiness);

A Good Manager leading with integrity is more than just being honest or trustworthy in fulfilling a role in contributing skills and expertise as a manager over people, policy and processes. It is more than just exuding integrity in how well one works with partners, grow the business or handle clients/customers’ accounts ethically. Leading with integrity from my perspective is more about how managers treat and lead their employees, which are the most valuable resources.

Sadly to say many managers don’t understand the impact that managing and interacting with their staff properly and with integrity has on the overall success of the company. If managers want to get the best work and contribution out of their people they need to lead by example – they must contribute the effort they expect from their team. They must work with a sense of decency and fairness - being the kind of person who staff can look to for their own professional development and growth. Managers that want great people who contribute great work have to be great managers. This does not mean perfection. But a Good Manager should always strive to become better.

Managers that lead with integrity are fair and not arrogant – there are no big I’s and little U’s – Employees that are made to feel small or made to feel like their work or contribution is insignificant to the success of the organization or program, are usually demotivated and less likely to put forth the effort to support and advance the organization’s end goal.

Additionally, managers have to have morals and walk and behave uprightly – your team needs to know that they can trust what you say is what you mean and that you are not double-minded and a double-talker especially to show off in front of clients, other managers, and executives.

Finally to lead with integrity is to lead with sincerity and honesty. Be sincere and honest when it comes to your intentions toward your employees and what you can do for them or not do for them. If you can’t promote them or advance their role, be honest or find some small way to compensate them in addition to their salary – you can offer to pay for a special job related course to increase their knowledge, include them in more strategic decision making, or get them some assistance or even consider offering them a day off.

Also don’t be dishonest lie about your inability to give them a raise, especially when you are giving other staff raises. Co-workers talk and share information even when you tell them not to. Also don’t keep good employees stuck in a role with false promises just to keep them on the team because you need them. It is simply not good behavior.

Finally if an employee is not doing well in his/her role, help him/her and let the employee know from a place of concern – be careful not to be condescending. Also don’t sabotage their reputation as a worker or gossip about it. Choose rather to help them in determining ways they can improve or prioritize. Or consider getting them some assistance or repositioning their role if possible. Letting them fail and subsequently firing them should be the last option. Nevertheless, if the only option is to let the employee go let the approach to firing them be done tactfully remembering it could be you. A manager leading with integrity is always mindful of how they handle people in any given situation.

http://careersidekick.com/the-two-best-and-worst-times-of-the-year-for-job-hunting/What Is The Best Time To Look For Jobs?There are certain times in the year that are far better than others to apply for jobs. After finishing this article you will know the best times to apply for jobs, as well as the worst times of the year to apply.We’re going to go month-by-month so you’ll instantly know whether you’re in a good or bad month.January/February Is One Of The Best Times To Apply For Jobs:The beginning of the year (January and February) is a great time for getting hired in most industries. In fact it’s probably the best time to look for jobs all year in most industries.January usually starts slowly as people come back from holiday vacations but by the second week of the month, things are running smoothly. Once that happens, hiring pick up pretty fast and lots of interviews start to happen.This is the time of year when the greatest number of decision-makers are in the office together, so you can get a “Yes” much faster and start that new job you want!Another reason these two months are so good: Companies usually get their new hiring budgets for the year in January, and a lot of the hiring activity that was delayed in November and December can now move forward.So they’ll have a backlog of jobs that need to be filled, and you can come in and fill it!Many companies also pay annual bonuses in December, so a lot of people wait until January to change jobs. Companies expect this so they look to make lots of new hires in January. One more reason it’s a great time of year to search for jobs.March, April, And May:These months are still very good times to apply for jobs, for a few reasons.The surge in hiring in Jan and Feb usually keeps some momentum until summer arrives (more on that in the next section). So March, April and May are still great times to try to line up a ton of interviews and land a new job.As you get closer to summers, companies feel more pressure to finish the interview process and hire somebody. So that can help you out too! This is because they know people in the copany will go on vacation in the summer and it’ll be harder to finish up the hiring process.Example: You start the interview process in early May. After a couple of rounds of interviews, it’s near the end of May, and two key members of the team are going on vacation next month.They’re likely to rush to finish the process with you before they leave. Normally they might drag their feet and put it lower on their list of priorities (if you’ve interviewed enough you’ll know that sometimes companies take FOREVER to finalize things).This won’t always happen but it’s a likely scenario that can work in your favor. Obviously each company is different and it’s entirely possible a hiring manager will say, “let’s finish this up as soon as I return from vacation.”Applying For Jobs In June, July And August:The summer months are not one of the best times to apply for jobs. These months tend to see a drop off in hiring and interviewing. Managers take more vacations and it’s harder to get a team together to conduct a face-to-face interview.Companies also fill many of their open positions during the hiring push at the beginning of the year (In January-May), so there’s less of a need by the time the summer months come around.That doesn’t mean there aren’t any jobs to be had; you just have to search a little bit harder.You might be able to stand out due to the fact that there are less applicants during the summer months. Because of this, it’s still worthwhile to do some job hunting in the summertime.You just need a bit more patience to put up with people being on vacation and other delays. Don’t expect to finish the interview process and get hired in one week.Looking For jobs In September And October:September and October are one of the best times to apply for jobs (along with January and February mentioned earlier). Why?Hiring happens in waves. Summer was slow, so the early Fall speeds up. Especially as hiring managers return from vacation.More interviews happen and there’s less downtime and waiting. The hiring process is smoother overall and you can get from start to finish faster.Is this better than January and February? In most industries it’s a bit of a toss-up. I’d say it’s almost as good. If January and February are the best time of year to apply for jobs, this is the second best for sure!September and October are great times to job hunt. Take advantage.Applying In November And December:I don’t want this last piece section to discourage anyone from starting the job search and getting a leg up on the competition. Just know that November and December and typically pretty slow times if you’re hoping to get a lot of interviews and see job offers fast. Here’s why…As November rolls around, hiring managers and HR departments start to put aside their hiring goals and save things for the beginning of next year. They get new hiring budgets in the new year and less people are on vacation so it’s easier for them to wait.People are lazier in the Winter months in general. I’m sure you’ve felt it… you have a few weeks before the holidays and you decide a few tasks can wait for the new year. Unfortunately your job application might be one of those tasks for somebody else.Also, late November and December are popular times for vacations so the hiring manager might not even be in the office.The End Of December Is A Good Time To Apply For Jobs:Even though I just gave you a few reasons why December isn’t a great time to look for jobs, you can still submit job applications so that you’re ahead of the competition when everyone returns to the office in January!At any given time, at least someone from HR will be in the office. Just don’t expect to receive a whole lot of interviews right away, aside from the initial phone call maybe.As long as you don’t mind this, the end of December can be a great time to start your job search. And you’ll probably finish the process and start your new job in January or February.Recap: Here Are The Best Times To Apply For Jobs

Good times to apply for jobs: January, February, March, April, May

Bad times to look for jobs: June, July, August

Good times: September, October

Bad times: November, December (with the one exception in December that I mentioned)

If you follow the advice above you’ll be applying at the best times for getting hired. You’ll get more interviews (and the process will move faster) so you can end your job search sooner.UPDATE:​

Heads Up Yvonne Ponce is offering affordable resumes that is tailored made just for you and the industry you are applying to. Remember most employers start hiring again during the month of Sept and Oct. So hurry up and get your resume done now!! Interested in getting your resume done - feel free to inbox me or contact me via email/phone. Feel free to share this information as well.